This study sought to investigate the effect of Human Resource Management Practices on employees’ commitment in the Tele-communication industry. The specific objective of the study includes to assess the effect of employee resourcing on employees’ commitment in the Tele-Communication Industry, to evaluate the effect training on employees’ commitment in the Tele-Communication Industry, to assess the effect of rewarding on employees’ commitment in the Tele-Communication Industry and to determine how career management affects employees’ commitment in the Tele-Communication Industry. The study used the intellectual capital theory, human relations theory, resource-based theory and the learning organizational theory to support the study. This study adopted a mixed research design. The study targeted 4 tele-communication institutions in Rwanda namely MTN Rwanda, Airtel Rwanda, VOH Radio, Trans-Africa telecommunications. The total target population was 274 respondents and focused on a sample size of 103 respondents. The study used stratified random sampling technique as the sampling technique. The researcher collected primary data using structured and unstructured questionnaires. Data was analyzed using inferential statistics and processed using Statistical Package for Social Sciences (SPSS) Version 22, multiple regression analysis was used to establish the relations between the independent and dependent variables. ANOVA was used to test the hypothesis and was based on the alpha level or the significance level. Research findings were presented in form of frequency distribution graphs, pie charts and tables. The study found that HRM practices of employee resourcing, training and development, rewarding and career management had a positive and significant effect on employees’ commitment. The study findings revealed that employee resourcing strategy helps organizations to get the most suitable workforce with appropriate qualities, knowledge and capabilities. Training was also found to increase the motivation levels of employees through instilling knowledge, skills and abilities. Findings led to the conclusion that human resource management practices had a positive effect on employees’ commitment in the telecommunication industry in Rwanda. The study recommends that employee resourcing, training and development, rewarding and career management should be considered and implemented by telecommunication companies in order to enhance employees’ commitment. This will enhance employees’ commitment and in turn improves the performance of the organization.
Human Resource Management, Human Resources, HR Management Practices, Career Management, Career Development or Career Development Planning, Employee Commitment, Employee Resourcing, Rewarding, Telecommunication, Telecommunication Network, Training
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